Former employers are in the best position to tell you about an applicant's work history. Make sure the information you get agrees with what the applicant gave you. Employers' references can give you some or all of the following information:

    * employment dates
    * job titles
    * rates of pay
    * nature of the tasks performed
    * work habits — including conscientiousness, sense of responsibility, and ability to work with others whether they would hire the individual again, knowing what they know about him or her.

Sometimes, the employer won't tell you anything more than "name, rank, and serial number" information for fear that the employee may sue them. If you run into that, remind the employer that most states consider the information "qualifiedly privileged." That means that the information is protected, and the employer who shares it is protected unless the information is given:

    * with known falsity
    * in bad faith
    * with reckless disregard for the truth

Sometimes you can get more information from coworkers or supervisors, but often they too are instructed not to discuss why the employee left or if the employee would be rehired. A number of states require former employers to provide a job reference letter or some information about people who worked for them.

No matter what, document whatever information you do get and note who gave it to you. Also note the information they would not give you.

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Background Check - Your Identity and People Search Tool

There are many people around the world, for such reason we are confronted with identification or the so called people search problems. The Government is the best source of public record searches like background checks, criminal checks, criminal background or criminal records and the like, however, some of these records are hard to gain access to. If you are aiming for a quick search, you need to spend much time and effort to get this public records. You have to visit different sources such as courthouses, public libraries, schools, government offices and a lot more. Searching for public records can sometimes be laborious because of the procedures that you need to follow. Because of this people tend to discontinue their own searches, not only that, but others opt to hire somebody else to do the search which at times can be expensive or costly.

Your Free Online Public Record In Minutes…

As of now, technology has brought modern ways to conduct searches without spending much time and effort for this public record search. This is the good side of innovation that never stops improving. We have now the so called, Instant Background Check online which we can access anytime and everywhere. These checks come along with a lot of variety checks in relation to identity search. It's a good source of reference checking as well as felony or criminal checks. Instant background checks are highly recommended for anybody who cares for their safety and protection. It's a report which provides information about a person's factual identity. You get your report immediately. All you have to do is enter the name of the person you wanted to check on and the report comes to you instantly. All you need is an internet connection- that's how simple it is…. 

If you are curious or would like to have a copy of your first online report, CLICK THIS!

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The old standard for resumes has always been, “if you don’t have it, lie about it”. And many people use this method to bulk up their resumes and meet certain important qualifications.

How can you prevent this from happening to you? How can you insure that the qualifications you need are the qualifications that you will get?

A background check is the answer. It may seem a little drastic to run extensive background checks on every potential employee you have, but with 8 out or 10 big businesses making background checks mandatory, it is quickly becoming the norm for any and every position.

It really is the best way to guarantee that you are getting the employee you want. And it can save you a lot of time and money by eliminating those who really don’t have the experience or the education that you need. Not to mention weeding out people who might be trying to cover up a violent past.

Business is evolving, and to be successful you have to evolve with it. Get background checks on any potential employee before making your final decision. The day will come when you will be thankful you did.

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Costly hiring mistakes could cost you business if you hire the wrong employee. It’s sad yet true some applicants falsify their resume, work history, and application. That being said, comprehensive reference and employment checks can mean the difference between a struggling business or an all-star team. Steer clear of hiring an employer’s nightmare by following these 10 easy guidelines.

1. Make sure your job application includes spaces to answer questions about previous employers, references, and contact information.

2. Have a disclaimer. Clearly state on your company application that any misleading or false information will terminate the applicant from the hiring process. Have a signature line next to this notice and place for the date.

3. Require the applicant to give consent to contact previous and current employers, as well as references. Develop a waiver that the applicant signs. You could even have it notarized if you feel it is important.

4. Cover all your bases. Present this waiver to all employers and references you contact, informing them that the applicant has given consent for their history to be shared.

5. Ask both employers and references questions based on what the applicant was asked to provide on the application. Also ask questions that relate to the skills and duties needed by the person who will fill the position. Pay close attention to how the reference acts and responds to your questions. Can you tell if they genuinely like or dislike the applicant? Are they covering up for anything? Be aware of cues such as long pauses where the reference is trying to formulate what they want to say. Always ask if they would ever re-hire this person.

6. Though it may sound childish or even sneaky, millions of companies are now doing it: Google the applicant’s name and also check to see they have a MySpace or Facebook account. Just take a peek at what the applicant is saying about themselves online and what others have to say when they think no one else is watching.

7. Keep score. Take detailed notes on who you contacted, who you spoke to, the date and time you spoke, and how many times it took to reach the person. Also take the time to document their answers to your questions. This includes employers and references. This information is helpful both as documentation in the event you need to prove something and it is also helpful for reference when deciding between candidates.

8. If you cannot get the information you need from the person or number the applicant specified, ask for the human resources department of the company.

9. If you have difficulty reaching someone, go to the applicant and ask for more information. Explain the difficulty you are having and ask for more information that will help you get the answers you need.

10. Keep copies of all information in a reference/employer check file, separate from the applicant’s file. Keep originals in the applicant’s file. Backing up information is critical.

Gaining insight into an applicant’s character, skills, and track record will not only verify the truthfulness of the applicant and his/her application, but also save the hiring company from what could be a catastrophic mistake. Taking the time to thoroughly check applicant’s backgrounds, employment history, education, and references is a great start to finding that perfect member to add to your team.

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Job applicants sometimes lie about their background and credentials, either to make them sound more qualified, or even worse, to cover up a past secret related to their job performance or the law.  If this is the case, failure on your part to do pre-hire investigative work can put your company and its employees in jeopardy, not to mention any clients or members of the public that the employee interacts with for negligent hiring practices.

Your company can be held legally liable of negligent hiring for an employee’s misdeeds while at work, particularly if you did not conduct a pre-hire background check of the employee.

Based in Lebanon, Tennessee, DatabaseRecords.com makes it their business to protect yours.  As sex abuse scandals, drug addictions, embezzlement schemes, and lawsuits run rampant, it is an extremely important for your company to perform an effective background check before hiring new employees.

DatabaseRecords.com ensures that future troubles are prevented by verifying whether or not the potential hires attended the school they claim, worked at the locations listed and received the promotions and honors they claim.

DatabaseRecords.com performs manual background checks, social security verifications and address verifications to complete an overall report of your applicant’s background to avoid negligent hiring practices. Several questions they ask are:    

- Is the social security number issued to the job applicant’s name
- Is the name spelled correctly?
- Are all dates and past addresses correct?
- Are there any other names or aliases associated with this person?

Based on these findings, they then proceed to search for criminal records at the statewide and nationwide level under all the names associated with the applicant to make sure that your company is completely protected from negligent hiring practices.

With more than 3,000 legal jurisdictions, there is currently no system that allows a completely up-to-date search of all county-level records across America. However, DatabaseRecords.com works directly with the majority of jurisdictions in obtaining the most updated information available.  The network they have formed in their more than 16 years in the business, provides the best, most complete nationwide criminal background searches available.  They are professionals at protecting your company from negligent hiring.  They firmly believe that quality and accountability of a company’s staff is worth the work and time spent verifying each applicant thoroughly.

For more information on other background check services please call 888-449-8991.

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The Bush administration has announced higher monetary penalties against businesses that knowingly hire illegal immigrants, the first increase in such fines in nearly a decade.

With no immigration legislation on the horizon, Friday’s decision is the administration’s latest attempt to clamp down on the flow of unauthorized workers.

"This is a way to keep that pressure up, to make sure people are complying with the law…"  Homeland Security Secretary Michael Chertoff  Under the plan, which becomes effective March 27, the minimum penalty for willingly hiring an unauthorized worker would go from $275 to $375.

The maximum penalty will jump from $2,200 to $3,200, and the maximum for multiple violations will increase from $11,000 to $16,000.

More Details on the Story Here recently launched a direct link with the Department of Homeland Security to instantly verify the employment eligibility of an applicant. 

This integration has been audited and certified by a third party company, CSC, to comply with the DHS specifications.Failure to comply with this important component of the employee screening process can be expensive!

Our streamlined process will make it simple for an employer to fill out the forms correctly and ensure that they are in compliance with the new policy.

Contact Troy Williams today for more information or to integrate this valuable service into your application processing. Just another example of why DataBaseRecords.com is your most valuable online asset! please call 888-449-8991.

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When you order an employment verification from a professional background check company you will receive a wealth of information. Many people think that employment verifications are generalized, but when it comes down to it nothing could be further from the truth. The information that you receive on your reports is actually quite detailed, and can help you in more ways than one.

If you have any questions or need to speak with a professional on employment verifications, please contact Database Records at 1-888-449-8991.

The first thing that will be verified is that the person actually worked at the company. After all, if they are lying about this you can cross them off your list right away.
The next thing to look at is the actual dates that the applicant worked. If these match up with what they put on the application they are in good shape. But , if they lied by several months or years they could be trying to make themselves look better.
And finally, with an employment verification you may also be able to obtain salary information. This is very important so that you know where to start salary negotiations with each applicant. Keep in mind that salary information is not always easy for background check companies to obtain. Simply put, some companies will not give out this information on past employees.
Overall, you will receive quite a bit of information when you order employment verifications on applicants. Contrary to popular belief, the detailed reports that you receive will help you out in many different ways when hiring. It is safe to say that employment verifications are far from generalized.

For more information on other background check services please call 888-449-8991.

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